A more thoughtful way to recruit.
Agree objectives and success criteria
A retained assignment begins with a detailed brief covering must-have experience, commercial context, salary, location and selection stages. We agree how the role will be represented to candidates and which stakeholders need to be involved. This prevents the search from drifting as new opinions emerge.
Commit to a structured search plan
Retained recruitment is designed for roles that warrant sustained research and proactive candidate engagement. We plan the relevant target market, likely candidate sources and regular checkpoints. This creates accountability for both the recruiter and the employer throughout the assignment.
Assess candidates consistently
We evaluate whether people meet the agreed criteria and how well their experience translates into the employer’s context. Interviews can focus on real outcomes, technical judgement and leadership where appropriate. Consistent criteria support fairer and more useful shortlists.
Keep decision-makers aligned
Delays and shifting expectations can undermine specialist searches. We encourage an agreed interview schedule and timely feedback, with updates on candidate interest and market response. Where the brief needs adjustment, the reason can be discussed with evidence rather than guesswork.
Complete the search professionally
Offer discussions, references where appropriate and notice periods are managed with clear communication. A retained model does not remove the need for employer diligence or candidate choice. Its advantage is a more deliberate, mutually committed search process with written milestones and responsibilities.